Changes to WSU's Compensatory TimePrinter-friendly version
WSU is making changes to compensatory time to ensure we are administering in accordance with rules established by the Fair Labor Standards Act (FLSA).
The FLSA is a U.S. law that is intended to protect workers against certain unfair pay practices or work regulations. The FLSA determines items such as minimum wage, overtime pay eligibility (including usage of Compensatory Time), record keeping and child labor laws.
FLSA specifies that Federal, State and Local government employers may use Compensatory Time in lieu of paid overtime, in accordance with these rules:
- No more than 240 cumulative Compensatory Time hours
- Must be paid at the rate it is earned
- Must be paid if not used within one year of earning (rolling 12 months)
- Must be paid out if an employee in a non-exempt position moves to an exempt position
- Employers have to ensure administration of rules is fair and consistent
WSU will begin to make changes to how and when Compensatory Time is paid out in July 2019 and February 2020. These changes will focus on ensuring WSU is administering Compensatory Time appropriately.
Based on feedback from employees and leaders, the university has chosen to manage this transition in a phased approach to ensure staff retain Compensatory Time to use for preplanned events such as summer time off and the 2019 holiday shutdown. In addition, the phased approach allows leaders time to consider how to manage future staff, budget and scheduling needs because Compensatory Time bank maximums will be reduced in February 2020.
Three changes take place in July 2019
- If an employee moves to an exempt position, their Compensatory Time balance will be paid out in full.
- If an employee transfers to another position or department within the university and their hourly base rate of pay remains the same or greater, the Compensatory Time balance will transfer with the employee to the new position/department. (As long as the position is eligible for Compensatory Time.)
- If an employee receives a decrease in their hourly base rate of pay, their Compensatory Time bank will be paid out at the pay rate prior to when the decrease is applied.
Three changes will take place in February 2020:
- Compensatory Time balances that were accrued more than one year ago will be reduced in February, and paid out on March 6th, 2020. In some cases, this will reduce the employee’s Compensatory Time balance below 60 hours.
- Compensatory Time balances that exceed 60 hours, regardless of when earned, will be reduced in February, and paid out on March 6th, 2020. In addition, the maximum allowed Compensatory Time balance will be capped at 60 hours.
- After the payout in March, WSU will implement a process to pay out any Compensatory Time balances that have been accrued but not used within one year. The review and payout of Compensatory Time balances will occur each pay period.
Any potential additional changes will be determined and communicated at a later date.
Employees, in partnership and with approval from their supervisor, should manage their Compensatory Time balance and use any hours they do not want to have paid out to them in March 2020.
No, this change is the sole discretion of WSU.
Employees can find their Compensatory Time balances by logging into MyWSU and clicking on the Employee Dashboard link under the Faculty/Staff tab.
Full-time benefit eligible employees accrue twenty-two (22) vacation days, twelve (12) sick days and eight (8) paid holidays on an annual basis. In addition, there may be other designated paid days off as declared by the governor of the State of Kansas.
No, student and temporary workers are not eligible to earn Compensatory Time.
Who to Contact
HR Service Center
Updated: 01/27/2020 HJB